The EEOC claims that a bad boss subjected a church secretary and a sexton to a sexually hostile work environment that included unwelcome sexual advances and inappropriate comments.

The two employees also allege that the boss, who served as interim rector at Grace Church in Whitestone, New York, grabbed their breasts and tried to kiss them.

According to the EEOC, the secretary was fired in retaliation when she rejected the boss’s sexual advances.

EEOC New York District Director Kevin Berry said, “All employers, whether private companies or religious institutions, should be aware that they have a responsibility to prevent sexual harassment of their employees. Employers must also make sure that they have multiple avenues for employees to complain about harassment and that those avenues of complaint are communicated to employees.”

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Nine hostile work environment complaints were submitted with the California Fair Employment and Housing Commission by current and former Sand Juan district employees.

At a board of trustees meeting on May 14, several people discussed issues that they had with Thompson.

A statement from former Twin Lakes Elementary School Principal Christine Ohlinger was read to the board. Ohlinger claims that Thompson was hostile and micro-managed her.

Ohlinger said that she felt her “only option was to take early retirement due to the hostile working conditions perpetrated by Superintendent Thompson.”

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Ryan Banta, Michael Key, Robbie Key, Thomas King, and Thomas Robinson claim that they were subjected to a sexually hostile work environment by their former bad boss.

According to the complaint, former Triumph Group vice president Rick Shinn engaged in unwanted touching of several of his employees, two of whom complained to company president Clyde Forrest on multiple occasions.

Most of the alleged sexual harassment took place in the restroom at the company’s Albany, Oregon facility during a four-year period.

The men claim that Triumph Group did not try to protect them from the male-on-male sexual harassment and that they were retaliated against for opposing the sexual harassment.

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Sheree Matousek claims that she was retaliated against in July 2009 after she she filed an internal grievance against her boss, police commander Bill Christensen.

Matousek accused Christensen of creating a hostile work environment, and the HR department conducted an investigation.

Though the investigation found that Christensen’s harassing behavior was “found to violate city policies,” the HR department did not uphold Matousek’s grievance.

The HR department found that Christensen occasionally treated Matousek and other employees “in a demeaning, rude, condescending or unprofessional manner.”

Matousek, who alleges that she was retaliated against for filing the grievance by being subjected to frequent criticism and scrutiny, filed the first of three claims with the EEOC in September 2009.

Matousek was fired in September 2010, and Christensen retired last month.

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Madison Graham, a legal sex worker at a brothel called The Love Ranch in Carson City, was surprised to discover that her LinkedIn profile had been shut down.

Prostitution is legal in the state of Nevada.

LinkedIn, in an update to its user agreement last week, declared that prostitutes, even legal ones, are not welcome on their business networking site.

Madison Graham

Graham’s boss, Dennis Hof, the owner of The Love Ranch, also discovered that his LinkedIn profile had been recently deleted.

Graham told The Daily Dot, “I have a federal background check. I have medical tests every week. I have a license from the county I’m in. I’m fully legal. I pay taxes on my money, so don’t question the morality of Nevada. They’re not the moral police. I’m a legal business, and I should be treated with the same respect as any other legal business.”

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Kirsten Anderson claims that a number of her male bosses and coworkers created a “continuously crude and hostile work environment” that included derogatory and inappropriate sexual comments about women on an ongoing basis.

According to Anderson, her bosses began to criticize the quality of her work after she complained about the hostile work environment in November and December.

On Friday morning Anderson submitted a memo to Senate Republican Caucus Staff Director Eric Johansen. In the memo she questioned Johansen’s motives in his criticism of Anderson’s work and she requested an investigation into the sexually hostile work environment.

Several hours later Johansen fired Anderson. On Monday Anderson’s lawyer told The Des Moines Register that she plans on filing a sexual harassment and retaliation lawsuit against the Iowa Senate Republican Caucus.

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According to the EEOC, Stone Pony Pizza refused to hire black job applicants for customer-facing positions such as servers, hostesses, waitresses, and bartenders.

Stone Pony Pizza allegedly only hired African-Americans for positions such as cooks and dishwashers, thus maintaining a racially segregated workforce.

EEOC district director Katharine Kores said, “Employers simply cannot refuse to hire applicants based on their race, nor can they segregate employees into certain positions based upon their race. Applicants should be evaluated based upon their qualifications, not the color of their skin.”

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On Friday, Governor Cuomo’s spokeswoman had called on the Assembly to try to fire Lopez if he did not agree to immediatedly resign his position.

Lopez was censured and stripped of his committee chairmanship in August 2012 after being accused of sexual harassment by two former employees.

The women claim that Lopez subjected them to unwelcome and inappropriate physical contact on multiple occasions. Lopez also allegedly made repeated comments about the employees’ bodies, their physical appearance, their clothing, and their private relationships.

Vito Lopez

The Assembly ethics committee had unanimously ruled that the employees’ sexual harassment accusations were credible.

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According to the EEOC, BMO Harris Bank failed to provide reasonable accomodations to its disabled employees and unlawfully fired several disabled employees when their medical leaves of absense ended.

The EEOC claims that the bank should have allowed these employees to return to their positions or to move to different positions at the bank.

The complaint mentions a senior administrative assistant who was fired after she took a medical leave of absense when she was diagnosed with colon cancer.

An employee in the customer service department was also fired after she took a medical leave of absense in 2006 because of anxiety disorder, depression, and Bell’s palsy.

The Americans with Disabilities Act (ADA) prohibits disability discrimination and requires employers to provide reasonable accommodations-including additional leave and transfers to a different job where appropriate-unless doing so would cause undue hardship.

EEOC attorney John Hendrickson said, “We at the EEOC are encouraged that the decree just entered reflects that development. More generally, this decree reflects what employers and the EEOC can accomplish with respect to ADA compliance when there is a willingness to sit down and talk. There are no losers here, and the public interest has been well served.”

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Paul Way claims that he was fired in December 2012 for complaining about coworkers making Nazi salutes to fire chief Todd Truesdale, who some allegedly affectionately referred to as ‘Hitler.’

The fire department claims that Way was fired for improperly taking sick leave, though Way alleges that he received a sick note from his doctor.

Way also alleges that Truesdale was given a birthday cake with a Nazi swastika on it and what is supposed to be an oven with plastic figurines marching into the oven.

NBC4 reported that Truesdale told them, “Once this claim was alleged, the township reissued our policy on discrimination to all members, we provided training to all department members and have not received any further complaints. There have been significant cultural changes at the department since I became chief in February 2009.”

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